HR Citizens of the World!

What I really like about HR Toolbox, is the high level of participation of HR professionals from so many different countries. Responding to a community question, there may be remarkably consistent opinions offered from HR people from every nation. This is very healthy and increases the experience base from which responses are drawn. What one person may speculate, another person may articulate based on local experience. Because we are sharing our thoughts on an English language site, it may limit participation and instant translation may not be practical at this point – or is it? So, we all communicate together, but how similar is the HR function in different countries? At my first interview ever (London, England) I was asked about my religious and political beliefs and the profession of my father and grandfather! Are those type of questions still asked anywhere? In Canada, quite a few years ago, it was routine to ask a woman with children what her husband felt about her taking a full time job. At the same time, offering an applicant a cigarette (it was written into the process) was normal - a way to put the person at ease! (bottled water came later). I remember being told to be careful if hiring “Brits” for skilled trades, as they were likely to start unions. In recent years, a form of competency based recruiting may be more objective, but subject to the overriding consideration of “fit” – however that is defined. It is generally considered that although corporate direction is top down, the opinions and suggestions of employees are important. Would that be considered an international HR principle? Would an employee coming forward with ideas about how to do something different be welcomed everywhere? Would it be a factor in identifying that individual as someone with potential? Major advances (generally supported by legislation) have been made to eliminate discrimination based on race and gender. There has been significant progress and, particularly for females, an interesting evolution. In the early days, with affirmative action and other initiatives, it seemed (my observation) that the sexes moved somewhat closer. Claims of environmental influence and distortion made such things as unisex toys very popular and sexism in advertising was subject to major protests. Now female is female, and advertising is driven by sexism. Women have, however, achieved a significant degree of equal opportunity, although systemic issues may still persist. My family background and personal issues faded from the recruitment issue, but later, my family situation became important in the course of my employment. Whether for maternity and paternity leave, emergency leave to take care of a sick family member or accommodation (modified hours etc.) in certain circumstances. Is there an international consensus that such things are important and belong in our HR world? As stated earlier, I welcome the opportunity, on HR Toolbox, to participate in an international forum. It is very stimulating and brings the world a little closer. I look forward to any comments and thoughts you may have on this vital global subject. Ian